Social Media and Will Edwards 7 Keys to Success Free Essay Example, 2250 words

One of Edward's keys is faith. Although most people relate the word faith to God and ideas of religion or the afterlife, there is also a kind of faith that has to do with your belief in yourself. This kind of faith deals with the acceptance of something which can not be proved yet, for which evidence has not yet been found. It is more of a gut feeling that you are right and will succeed. As with the importance of practice and dedication, this aspect of success is a kind of self-fulfilling prophecy, where you need to believe in your own ability to do what you want to do. Even though a lot of people may look down on you and tell you to your face that you can never realize your dream because of what happened to many in the past, if you have faith, and a strong belief in yourself in spite of all the odds, you will be much more likely to triumph. You are going to make a difference and you will still achieve what you have set to get. If you have already succeeded, don t forget to be thankful because grateful people attract better opportunities. In the social networking world, this kind of faith comes through in another way, as well. Have you ever wondered why people have thousands of friends and followers on social networks? This comes from a faith that what you are providing the user is interesting and relevant to them, and will be something they need. This kind of faith enables you to reach out even further with your social media and attract ever-larger audiences. In other words, faith can turn into something more than just self-assurance. We will write a custom essay sample on Social Media and Will Edward's 7 Keys to Success or any topic specifically for you Only $17.96 $11.86/page

Corporate Social Responsibility Definition - 1011 Words

This research study is about what the Corporate Social Responsibility (CSR) is, how people define and how I understand this term? According to my research and observations, CSR does not have only one and constant definition. I have read a lot of definitions of CSR and in fact, they are similar but not the same. Briefly, definition and understanding of CSR depends on person to person. Thus, I am going to talk about definitions of the CSR and I will define my own perspective about the CSR. As I mentioned, CSR does not have one definition. There is huge amount of CSR definitions published by business world and economists. For example, â€Å"CSR is about how companies manage the business processes to produce an overall positive impact†¦show more content†¦THE PYRAMID OF CORPORATE SOCIAL RESPONSIBILITY According to Archie Caroll, who found CSR pyramid, there are 4 aspects of Corporate Social Responsibilities which is divided in Economic, Legal, Ethical and Philanthropic Responsibilities. Corporate Citizens are expected to be profitable, be abiding the laws, be ethical and be charitable to society. (Carrol, July-Aug. 1991.) This pyramid reflects what the CSR is by defining the responsibilities of the corporations in four different stages. First level is Economic responsibilities of the corporations which refers the corporations’ main goal, making or being profitable. Second step Legal Responsibilities, this stage explains how the corporations act when they do business, obey the laws and follow the rules. Third part of the pyramid is about Ethical responsibilities of the corporations. This step reflects being ethical. On the other word, what the right and wrong is. In addition, Corporations should avoid unfair and non-ethical actions in the society. Finally, top of the pyramid reflects being good corporate citizen. I think, it suggests corporations should follow the laws and rules, pay the taxes, do the right and ethical, and take care of its workers and environment. In my opinion this pyramid reflects my exact definition about the CSR. MY CSR DEFINITION According to my research and overall aspects about the Social responsibility as a citizen, Corporate SocialShow MoreRelatedDefinition Of Corporate Social Responsibility1007 Words   |  5 PagesRogers Telecom’s definition of corporate social responsibility is similar to the ISO 26000 in addressing the seven principle subjects, organizational governance, human rights, labour practices, the environment, fair operating practices, consumer issues, and community involvement and development. Although, not all issues belonging to these principles were addressed. The strongest attributes of the Rogers CSR definition supported by their 2013 CSR report are organizational governance, fair operatingRead MoreCorporate Social Responsibility: Global Definition of Csr, Impact of Csr on Smes, Best Practices, and Strategies Could Be Implemented in Bangladesh.10265 Words   |  42 Pagesfor CSR solely because of its economic benefits - an ethical case must be made for companies taking responsi bility for the impact of their relations with society and the environment, otherwise the foundations of CSR will be far too narrow. However, Corporate Social Responsibility (CSR) is becoming an increasingly significant category by which a company s reputation is evaluated. A variety of social and environmental issues across a broad spectrum of industries have recently been covered in the mediaRead MoreCorporate Social Responsibility Of India Essay1669 Words   |  7 Pages CORPORATE SOCIAL RESPONSIBILITY IN INDIA â€Å"Crossing the Bridge from Knowing to doing† Jasleen Kaur Luthra* â€Å"Successful people have a social responsibility to make the world a better place and not just take from it.† Carie Underwood Abstract The 21st century is characterized by unprecedented challenges and opportunities, arising from globalization, the desire forRead MoreThe Concepts Of Csr And Financial Performance1450 Words   |  6 PagesTo measure the corporate social responsibilities and financial performance, the property and concept should be the first concern. This chapter aims to provide a detailed description of the concepts of CSR and financial performance. The framework and theories of CSR and financial performance are analyzed in the following sections. In addition, the measurement of corporate social performance and financial performance are also discussed. 2.1 What is CSR? After more than one hundred years of improvementRead MoreEvaluation: Ethical Perspectives on Social Responsibility Essay1143 Words   |  5 Pageson Social Responsibility This paper evaluates Cohen’s article on social responsibility and considers how his perspective and ideas align in comparison with other management experts including Drucker and Friedman. Some key components that are included in the evaluation are: †¢ A definition of the concept of social responsibility. †¢ What Cohen identifies as the social responsibility of a business to the workers, stakeholders, and society as a whole. †¢ How Cohen’s perspective of the social responsibilityRead MoreDefinition of Csr1234 Words   |  5 Pagesso one significant issue that most firms have been actively involved in is Corporate Social Responsibility (CSR). Some may debate that it decreases company’s profits by spending much money on CSR. However, according to Needle (2004), ‘good’ CSR is also good for business, a firm could benefit from doing CSR. Thus, this paper aims to explain its importance. It begins with the definition of CSR and its four responsibilities, then presents how it influences a business and benefits it can bring. FinallyRead MoreShould Companies Bear The Corporate Social Responsibility Of Employment Practices Among The Multinational Corporations?1299 Words   |  6 Pagesbear the corporate social responsibility of employment practices among the multinational corporations? This essay will illustrate why the specific ethical issue is essential, analyse further ethical question, define current comprehension of ethical issues, analyse the act of ethical utilitarianism by forecasting three important positive and three important negative consequences, and should companies bear the corporate social responsibility or not. Firstly, the corporate social responsibility (CSR)Read MoreLowes Stance on Social Responsibiliy1440 Words   |  6 PagesLowe’s Corporate Social Responsibility Asher G. Budka MGMT115-1301A-03 Instructor: Joshua C. Rhodes January 13th, 2013 Lowe’s Corporate Social Responsibility This paper is about Lowe’s Corporate Social Responsibility into today’s society. To be discussed is what is a Corporate Social Responsibility (CSR) program, why should a company implement a CSR program, Lowe’s stance on Corporate Social Responsibility, connection between Lowe’s CSR and the Home Centers Industry, and who is Lowe’s responsibleRead MoreCsr: Creating Shared Value1038 Words   |  5 PagesIt is a central tenet of advocates of the concept of corporate social responsibility (CSR) that corporations receive a social sanction from society that requires that they, in return, contribute to the growth and development of that society. There is little argument as to the existence of this sanction but considerable debate as to whether it requires more of the corporation than the obvious: enhancing the society by creating and delivering products and services consumers want, providing Read MoreCorporate Social Responsibility And Corporate Sustainability Essay1658 Words   |  7 PagesCorporate Social Responsibility Vs Corporate Sustainability in India: A case study on Aditya Birla Group Supriya Agarwal Abstract: Corporate Social Responsibility (CSR) is now a burning topic in India, which became prominent and most amplified in 2013 when companies were obligated to spend two percent of profit after tax in CSR activities set by the Ministry of Corporate Affairs, Government of India. Although, the concept of CSR is not new in India and has evolved and developed very well from hundreds

Human Resource Management Issue Affecting Woolworths Limited - Solutio

Question: Discuss about the Human Resource Management Issue Affecting Woolworths Limited. Answer: Introduction: Woolworths Limited is part of the retail industry that owns a chain of supermarkets, based in Australia. They specialize in dealing with grocery-based sales including vegetables, fruit, meat, packaged foods along with stationary products. The organization is responsible in operating 980 stores, in Australia alone (Woolworths Group 2016). It was founded in the year 1924 and was originally known as Woolworths Bazaar Ltd. The supermarket giant started off based on the policy that the goods that they sold were of the cheapest price and they had even facilitated money back guarantees in order to attract the customers and establish itself in the retail sector (Woolworths Group, 2016). It had started off exclusively as a grocery but today it has extended its influence in several other sectors too. It also brags of four private label based brands, namely, Woolworths Homebrand, Woolworths Select, Woolworths Gold, Woolworths Fresh and Macro Wholefoods Market (Arli et al. 2013). It comprises of 3000 stores and houses more than 205,000 employees, devoted to the services of more than 29 million customers across the globe. The retail giant aims at building a customer and store led culture at the retail stores. It believes in prioritizing the needs of the customers, paying heed to their opinions and also believes in developing newer and attractive means dedicated to shopping (Dos Santos, Svensson and Padin 2013). They are dedicated in creating loyalty programs for their customers and continuously keeps updating their product and extending their range of options for the customers to choose from. Brief Description about Job Analysis and Design Job analysis and design comprises of several criteria, namely, description of job, selection of employee, training, performance based appraisal, classification of job, evaluation of job. Job analysis can be defined as the process which is responsible for appraising a job internally and initiating a functional benchmark in contrast to the job which has already been structured or advertised (Morgeson and Campion 2012). It is a very important step which is necessary for the recruitment process, where the human resources based department works towards employing staff in an organization in a particular department which is mostly understaffed, or lacks skilled staff. Job analysis is responsible for determining the details of the job based particular duties as well as requirements along with the assessment of the duties related to the job (Cates, Randall and Cooke 2015). The details of a particular job such as the related duties, responsibilities, required skills, expected outcomes and the work related environment. Its main objective is identifying the list of duties that is responsible in defining a job. The necessary information in relation to a job can be gathered from several sources, such as, observation, individual interview, group based interview, technical conference, preparing questionnaire, maintaining a diary, critically acclaimed incidents, equipment design information, record keeping of job activities (Armstrong and Taylor 2014). Job design on the other hand is responsible for informing the employer the aspects of a job that is the way a job is to be performed. A job design allows an employee to have a legal stance on the situation of what his domain of work would be like (Delahaye 2015). This prevents the employer from forcing the employee to carry out a job which is illegal. To avoid such a situation, most of the times, the human resources department makes effort in putting everything into writing to facilitate clarification for both the parties associated with the job (Bratton and Gold 2012). Analysis of HRM issue In general, an organization like Woolworths is bound to face several challenges from the human resources management point of view. Both the employers as well as the employees face difficulties and these issues must be solved at the earliest in order to establish a healthy work environment so that productivity is not hampered (Bamberger, Biron and Meshoulam 2014). In a retail industry, the employees are in direct contact with the customers. Therefore, the human resource requires building a workforce which is motivated and efficient in shouldering the responsibilities pertaining to the job. The human resources department does not need to spend time in describing the job to an employee (Buller and McEvoy 2012). In a retail sector, the biggest workforce involves people who deal with the customer directly and adhere to their needs. So, most of the times they employees are aware of their position and they do not require briefing. However, the biggest issue remains on whether the human interface will exist or not in the wake of online revolution (Kehoe and Wright 2013). These days, most of the retail sector, sells their products online. In a way this is killing jobs and reducing the customer-client interaction to a large extent. This prevents a large number of people from not opting for jobs in the retail sector. The employee selection is a major headache for the human resource department due to the high retail turnover (Hendry 2012). Most of the times, the employees regularly quit the job on getting a better opportunity in some other organization. The organization faces losses as it spends time as well as money in training them how to carry out the task. It is a disadvantageous situation for the organization because clients are more comfortable in conversing with familiar faces (Booth and Coveney 2015). When the employees keep quitting and ones join, the customers feel apprehensive to approach them while facing an issue and in this way the organization lands up losing their valuable customers. Customers in general belongs different backgrounds and ethnicity and in the era of globalization, it is quite common for such a situation to arise (Biddle 2016). Most of the times, such customers face problems in understanding the signs and read the instructions on the goods. This further makes the organization is losing customers. The organization at times go hard on their employees by levying longer working hours, low pay, no holidays, no growth based opportunities. Such situations discourage the employees from giving their best to their jobs (Mahmood 2015). During festive seasons, a huge dearth of employees are created as they avail the holidays. The customer footfalls receive a drag as the regular employees are not around to help them. It is equally difficult to persuade the employees to work longer in order to attend the customers that arrive in a surge mostly during the festive season (Subramaniam, Selvanayagam and Yogarajah 2016). Along with these issues, the employees also remain in constant fear whether they will be ousted from their job or not. This enforces additional pressure on the human resource department as they have to work harder in motivating the employees that the rumors of off laying them is not necessarily true and as long as they work, they should give their best to it (Foster 2013). Such a situation is the biggest example why the organization loses large number of employees who join other competitor organizations. Improvement Necessary for the Organization In order to deal with the human resource management issue related to job analysis and job design, it is necessary to develop capability among the workforce. Career pathways needs to be modified for the employees so that they remain in the organization and not seek options on the outside. A rewarding attitude from the employer motivates the employees to work harder and improve their performances. Under appreciated and un-acknowledged employees will be less interested in giving their best to their job. A culture needs to be established which recognized the employees hard work and it results into rewarding them for it. Most of the times, it has been seen that due to lack of motivation, growth and incentives, employees leave the organization as they are dissatisfied. To avoid such a distasteful situation, the idea of commitment to values needs to be established among the employees. Brief Background of Wesfarmers Wesfarmers was founded earlier than Woolworths; however, it has the same status as that of the retail giant, Woolworths. Wesfarmers started operating from the Western part of Australia, as Western Australian Farmers Cooperative. Its business expands over priorities such as supermarkets, liquor, hotels, convenience stores, office supplies, department stores, safety products, coal, fertilizers, and chemicals (Wesfarmers 2016). In the light of contrast against Woolworths, it houses over 220,000 employees, working towards satisfying the needs of the precious customers by providing quality services. Wesfarmers aims at providing a work friendly environment for its employees by providing several opportunities to them so that they can flourish in their chosen field of expertise (Wesfarmers 2016). They are even generous in rewarding their employees for their good performance. It utilizes every opportunity to be in par with the expansion and growth the country is making. They understand that with expansion and growth comes the part where more needs are created and that has to be satisfied by meeting them with their services (Booth and Coveney 2015). Wesfarmers also works hard towards safeguarding the interests of the environment. They pay attention towards the community and checks their actions if at all they have an impact on the environment or not. They believe in maintaining honesty and integrity in their deali ngs both with the employees as well as the customers (Biddle 2016). This clearly states that most of the human resource management issues are well met and addressed to at the Wesfarmers in contrast to Woolworths Limited. Recommendations to enable change In order to enable change, as the very first move, the idea needs to be established that Woolworths is a highly inspirational organization to work for. So, to avoid people for making a run for other organization, the human resource department needs to be prudish while appointing the employees. They should recruit such employees who are there to stay and who are equipped with good conversation skills. It is necessary for the employees to build a rapport with the customers as the entire retail sector is based on customer-client interface (Bardoel et al. 2014). In order to avoid the problem of hiring people who quit soon enough post the training period, the human resource department should make efforts in order to define the job requirements in such a way that it has an extreme level of clarity. For example, in respect to the job of an employer at the retail sector who will be responsible in interacting with a customer on a regular basis, the job description should highlight the following traits (Patel and Desai 2013): good conversationalist Must have this quality as it is necessary for building rapport with the customers and customers are the top priority for the organization. responsible Should be responsible towards the job and not slacken off during working hours. hard working Should be hard working and every bit of effort will be appreciated and acknowledged as well as rewarded. sincere Sincerity will be equally acknowledged. diligent Having a consciousness towards ones position and work will be appreciated. disciplined Must be disciplined, should maintain the decorum of the place, arrive to work on time. The interview should only be carried out of those employees whose personal detail strictly appears to be in accordance with the job requirements. At the times, with the help of a group discussion, it gets reflected how far the employees can possible meet with the requirement of the job. Hence, these means can be availed during the interview to determine whether a person is suitable for the job or not. To avoid losing customers belonging to different cultural backgrounds, a diverse group of employees should be hired so that they can help such customers in their need. However, there are times, conflicts has been observed to have arose due to lack of tolerance among the employees. The organization should work towards promoting a culturally sensitive environment for the employees so that everyone, irrespective of their background can work with a spirit of teamwork. The employees should be provided with healthy working hours and a fixed list of holidays that they can avail without any negotiation. Another human resource management issue is that of not allowing the employees to strike a work-home-family balance. In a situation where the balance is getting disrupted, most of the times the employees tend to quit the job because they would not want to compromise the needs of their families. Hence, a good human resource department takes into account such issues by assuring not only job security but also providing health benefits and promoting stability by assuring the employees that their jobs will be safe during any unfavorable economic situation. All work and no play, makes Jack a dull boy An English proverb. However, it is applicable to this situation where the employees should be made to participate in activities that will provide a distraction from their mundane life of attending customers. Fun activities will allow the employees to relax for a while and let their hair down. Engaging in such activities by all the employees of the organization, promotes a sense of unity and belonging among them. The employees do not get the feeling that all they have to do is work. Organizing such activities will help the employees to get motivated and work better. Conclusion Both Woolworths and Wesfarmers are the biggest names in the retail sector in Australia and it has received global distinction too. They both brag to have thousands of employees, dedicated in serving millions of customers across the planet. However, the organizations will have to comprehend that it is a two way street. Yes, customers top the priority list but without the employees, the organizations do not exist. A sophisticated work environment is the call of the moment for all organizations. The basic needs of the grass root people have to be taken care of in order for the customers to remain loyal and come back to them over and over again. The good will of an organization in all possible sense depends on the well being of the employees. When the discord shows, even the customers can sense it and they shift their loyalty somewhere else. The organizations requires to reframe they handle their employees and also the nature in which the work is performed. Regular surveys should be carr ied out to earn a feedback from the employees in order to establish an employee friendly work environment. This would only help in increasing the performance level of the employees and further the betterment of the organization. From the aspect of job analysis and job design, the organizations need to be very thorough so that the requirements for the job are clearly mentioned. Hence, it is only sensible on the part of the organization to make sure that the needs of the employees are satisfied. References Arli, V., Dylke, S., Burgess, R., Campus, R. and Soldo, E., 2013. Woolworths Australia and Walmart US: Best practices in supply chain collaboration.Journal of Economics, Business, and Accountancy| Ventura,16(1), pp.27-46. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bamberger, P.A., Biron, M. and Meshoulam, I., 2014.Human resource strategy: Formulation, implementation, and impact. Routledge. Bardoel, E.A., Pettit, T.M., De Cieri, H. and McMillan, L., 2014. Employee resilience: an emerging challenge for HRM.Asia Pacific Journal of Human Resources,52(3), pp.279-297. Biddle, I., 2016. The Wesfarmers/Woolworths duopoly war: The Bunnings vs. Masters battle.Busidate,24(3), p.3. Booth, S. and Coveney, J., 2015. Big FoodThe Industrial Food System. InFood Democracy(pp. 3-11). Springer Singapore. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), pp.43-56. Cates, T.A., Randall, E.J. and Cooke, E.F., 2015. Job Analysis: The First Step in Selecting and Training Salespeople. InProceedings of the 1983 Academy of Marketing Science (AMS) Annual Conference(pp. 192-196). Springer International Publishing. Delahaye, B., 2015.Human resource development. Tilde Publishing. Dos Santos, M.A., Svensson, G. and Padin, C., 2013. Indicators of sustainable business practices: Woolworths in South Africa.Supply Chain Management: An International Journal,18(1), pp.104-108. Foster, S., 2013.HR Ready: Creating Competitive Advantage Through Human Resource Management. Lulu. com. Hendry, C., 2012.Human resource management. Routledge. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. Mahmood, M., 2015. Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries.Asia Pacific Journal of Human Resources,53(3), pp.331-350. Morgeson, F.P. and Campion, M.A., 2012. A framework of sources of inaccuracy in job analysis.The handbook of work analysis: The methods, systems, applications, and science of work measurement in organizations. New York, NY: Psychology Press/Taylor Francis. Patel, B. and Desai, T., 2013. Effect of Workplace Fun on Employee Morale and Performance.International Journal of Scientific Research,2(5), pp.323-326. Subramaniam, B., Selvanayagam, J. and Yogarajah, V., 2016. Impact of Recruitment and Selection, Training and Development, Performance Evaluation, and Compensation (HRM Practices) on Employees Trust. Wesfarmers. Retrieved on 7th November 2016. https://www.wesfarmers.com.au/ Woolworths. Retrieved on 7th November 2016. https://www.woolworthsgroup.com.au/

Sir John Falstaff

Introduction The works by William Shakespeare are the integral part of the world literature heritage. Shakespeare is the outstanding author of the numerous tragedies and comedies which are staged at the theatres all over the world. Falstaff is one of the most remarkable characters of the several plays of the dramatist.Advertising We will write a custom essay sample on Sir John Falstaff specifically for you for only $16.05 $11/page Learn More The aim of this essay is to characterize the place of the figure of Falstaff in the works of William Shakespeare. The history of the character Sir John Falstaff is the fictitious character of the three works by William Shakespeare including his historic plays Henry IV (both the first and the second parts), Henry V, and the comedy The Merry Wives of Windsor. It was claimed by the literature critics that, initially, Shakespeare named his character John Oldcastle but the family of the real life John Oldcastle urged Shak espeare to change the name of his character. That is why the dramatist renamed it to Falstaff. Although the historic John Oldcastle was essentially different person, the connections between his destiny and the life of Shakespeare’s character could be found. In particular, in the play Henry IV, we get to know that the prince Henry starts to keep away from his old friend Falstaff once he has become the king. In the history, the prince Henry really kept away from John Oldcastle when he had been crowned. The analysis of the character Falstaff is one of the most popular Shakespeare’s characters despite his flaws and moral shortcomings. This is because the figure of Falstaff embodies the sincerity and astuteness of the plain men. â€Å"In Henry IV, Part 1, Falstaff is a boon companion to the young Prince Hal, a type of nonjudgmental father-substitute†¦and throughout the play Falstaff comments on the political machinations with inglorious, reckless, egotistical good sen se† (Sir John Falstaff n.d., par.2). His sarcasm is addressed to the remain of feudal society. He can hardly be described as the earnest man. On the contrary, he serves not too hard and uses the ruses and lies to present himself as a more diligent person. In Henry IV, Part II, we get to know about the breakdown of his friendship with prince Hal. In Henry V, Falstaff dies. The figure of Falstaff represents the spirit of cheerfulness and independence. The charisma of the character is apparent in his wittiness and boldness. The sincerity and generosity are some of the features describing his character. It can be said that his merits give rise to his demerits.Advertising Looking for essay on british literature? Let's see if we can help you! Get your first paper with 15% OFF Learn More For instance, his inherent love of freedom leads to his defiant behavior, his humor turns to cynicism and his cheerfulness results in the drunkenness and gluttony. Through the character of Falstaff, Shakespeare shows how the mockery of morality can lead to the immorality. Nevertheless, the nature of his character makes him stand out among other figures of Shakespeare’s plays. Conclusion In order to summarize all above mentioned, it should be said that the figure of Falstaff takes an important place in the works of William Shakespeare. The character is presented in three of his famous plays: Henry IV (Part I and Part II), Henry V, and The Merry Wives of Windsor. The plots of the plays depict the relationship of Falstaff with prince Hal. Overall, Falstaff is one of the brightest literature characters. He embodies the spirit of independence and cheerfulness in the works of Shakespeare. Reference Sir John Falstaff. (n.d.). Retrieved from https://www.britannica.com/topic/Sir-John-Falstaff This essay on Sir John Falstaff was written and submitted by user Trace Jefferson to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Argument Analysis Essays - Organizational Theory,

Organizational theory (OT) is "the study of organizations for the benefit of identifying common themes for the purpose of solving problems, maximizing efficiency and productivity, and meeting the needs of stakeholders." Organizational Theory contains three subtopics: classical perspective, neoclassic perspective and environmental perspective. It complements the studies of organizational behavior and human resource studies. The classical perspective emerges from the Industrial Revolution and centers on theories of efficiency. There are two subtopics under the classical perspective: the scientific management and bureaucracy theory. The Scientific Management theory was introduced by Frederick Winslow Taylor to encourage production efficiency and productivity. Taylor argues that inefficiencies could be controlled through managing production as a science. Taylor defines scientific management as "concerned with knowing exactly what you want men to do and then see in that they do it in the best and cheapest way." According to Taylor, scientific management affects both workers and employers, and stresses the control of the labour force by management. The Principles of Scientific Management Main article: The Principles of Scientific Management Taylor identifies four inherent principles of the scientific management theory. 1) The creation of a scientific method of measurement that replaces the "rule-of-thumb" method 2) Emphasis placed on the training of workers by management 3) Co-operation between manager and workers to ensure the principles are being met 4) Equal Division of labour between managers and workers. Bureaucratic Theory Developed in the Industrial Age, Max Weber's theory of bureaucracy centers around the theme of rationalization, rules and expertise. Developed from the Administrative Principles theory, the bureaucracy theory also focuses on efficiency and clear roles. The bureaucracy theory is implemented in Flat organization structures and is suited for larger organizations that require formalization of roles. Criticism of the Classical Perspective Although the classical perspective encourages efficiency, it is often criticized as ignoring the importance of human needs. This perspective rarely takes into consideration human error or the variability of work performances related to individual workers. Neoclassical Perspective The Neoclassical perspective began with the Hawthorne studies in the 1920s. This approach gave emphasis to ?affective and socio-psychological aspects of human behaviours in organizations.? The Human relations movement was a movement which had the primary concerns of concentrating on topics such as morale, leadership, and mainly factors that aid in the cooperation in Organizational behavior. Hawthorne Study A number of sociologists and psychologists made major contributions to the study of the neoclassical perspective, which is also known as the human relations school of thought. Elton Mayo and his colleagues were the most important contributors to this study because of their famous Hawthorne study from the ?Hawthorne plant of the Western Electric Company between 1927 and 1932.? The Hawthorne study suggested that employees have social and psychological needs along with economic needs in order to be motivated to complete their assigned tasks. This theory of management was a product of the strong opposition against ?the Scientific and universal management process theory of Taylor and Fayol.? This theory was a response to the way employees were treated in companies and how they were deprived of their needs and ambitions. Results from the Hawthorne Studies The Hawthorne studies helped conclude that ?a human/social element operated in the workplace and that productivity increases were as much an outgrowth of group dynamics as of managerial demands and physical factors.?The Hawthorne studies also concluded that although financial motives were important, social factors are just as important in defining the worker-productivity. Hawthorne Effect was the improvement of productivity between the employees, it was characterized by: The satisfactory interrelationships between the coworkers It classifies personnel as social beings and proposes that sense of belonging in the workplace is important to increase productivity levels in the workforce. An effective management understood the way people interacted and behaved within the group. The management attempts to improve the interpersonal skills through motivations, leading, communication and counseling. This study encourages managers to acquire minimal knowledge of behavioral sciences to be able to understand and improve the interactions between employees Criticism of the Hawthorne study Critics believed that Mayo gave a lot of importance to the social side of the study rather than addressing the needs of an organization. Also, they believed that the study takes advantage of employees because it influences their emotions by making it seem as if they are satisfied and content, however it is merely a tool that

Free Essays on One Flew Over The Cuckoos Nest- Chief Bromdens Journey To Freedom And Sanity

Page 1 One Flew Over the Cuckoo’s Nest Chief Bromden’s Journey to Freedom and Sanity In the novel One Flew Over the Cuckoo’s Nest by Ken Kesey, the narrator, Chief Bromden, is set out on a journey to achieve sanity. The effects of patient McMurphy’s strong-willed personality helped the Chief to overcome the harsh emotional treatment that has been laid on him in the past, and exposes him to the truth behind Nurse Ratched and the â€Å"Combine.† Kesey portrays McMurphy as a Christ like figure throughout the novel, giving Chief the strength and hope he posses. McMurphy helps Chief grow into a strong, self-reliant character. In most of the novel, Chief is extremely paranoid and fearful of everything. Even though in actuality Chief is over six and a half feet tall, he considers himself small and weak. One night, when he first begins to speak to McMurphy about how he isn’t big, he says, â€Å"I’m way too little. I used to be big, but no more. You’re twice the size of me.† (Page 186.) Chief’s lack of self-esteem is due to his mother, an overbearing white woman who contributed to ruining his father and making him into a powerless alcoholic. She, and others throughout the book (for example, the government who took away his father’s land), forced Chief into invisibility. Chief witnessed his father waste away, as he was robbed of things he once was passionate about. On page 187, Chief talks about his father: â€Å"But he was too little anymore. And he was too drunk, too. The Combine has whipped him. It beats everybody. It’ll beat you too. They can’t have somebody as big as Papa running around unless he’s one of them. You can see that.† Chief is scared that Nurse Ratched and the Combine will soon destroy him, as the government and mother did his father. McMurphy takes it upon himself to make Chief â€Å"big† again by bringing to Chief’s attention the way he has â€Å"grown.† For instance, on page 225, â€Å"’By God... Free Essays on One Flew Over The Cuckoo's Nest- Chief Bromdens Journey To Freedom And Sanity Free Essays on One Flew Over The Cuckoo's Nest- Chief Bromdens Journey To Freedom And Sanity Page 1 One Flew Over the Cuckoo’s Nest Chief Bromden’s Journey to Freedom and Sanity In the novel One Flew Over the Cuckoo’s Nest by Ken Kesey, the narrator, Chief Bromden, is set out on a journey to achieve sanity. The effects of patient McMurphy’s strong-willed personality helped the Chief to overcome the harsh emotional treatment that has been laid on him in the past, and exposes him to the truth behind Nurse Ratched and the â€Å"Combine.† Kesey portrays McMurphy as a Christ like figure throughout the novel, giving Chief the strength and hope he posses. McMurphy helps Chief grow into a strong, self-reliant character. In most of the novel, Chief is extremely paranoid and fearful of everything. Even though in actuality Chief is over six and a half feet tall, he considers himself small and weak. One night, when he first begins to speak to McMurphy about how he isn’t big, he says, â€Å"I’m way too little. I used to be big, but no more. You’re twice the size of me.† (Page 186.) Chief’s lack of self-esteem is due to his mother, an overbearing white woman who contributed to ruining his father and making him into a powerless alcoholic. She, and others throughout the book (for example, the government who took away his father’s land), forced Chief into invisibility. Chief witnessed his father waste away, as he was robbed of things he once was passionate about. On page 187, Chief talks about his father: â€Å"But he was too little anymore. And he was too drunk, too. The Combine has whipped him. It beats everybody. It’ll beat you too. They can’t have somebody as big as Papa running around unless he’s one of them. You can see that.† Chief is scared that Nurse Ratched and the Combine will soon destroy him, as the government and mother did his father. McMurphy takes it upon himself to make Chief â€Å"big† again by bringing to Chief’s attention the way he has â€Å"grown.† For instance, on page 225, â€Å"’By God...

Leadership and patient safety Essay Example | Topics and Well Written Essays - 4000 words

Leadership and patient safety - Essay Example The working condition surrounding nurses while they are engaged in their daily duty bear a close relation to the safety and quality of care given to patients. Being the leading workforce in the health care field, nurses employ much of their skills, knowledge and experience in diverse patients needs. We cannot deny the fact that nurses play a major role with regard to meeting the demands of patients care. Such is the case that nurses are the ones who always shoulder the biggest responsibilities when patients care falls short of any required standards. This may come in the form of poor resource allocation (e.g. insufficient medical equipment and workforce) or even inappropriate standards and policies. With this information, one can figure out the present misunderstandings regarding the greater effects revolving around the diverse, multifaceted health care systems and the working environment elements. A good understanding of this work environment and a further move to engage in strategies that seek to improve its effects forms the basis to quality and safer care. High reliability organizations (HRO) that maintain a culture, which puts more emphasis on safety and evidence-based practices guarantee favorable working environment to nurses while at the same time, improve safety and quality. ... The following work serves to detail a number of issues related to achieving professionalism in nursing through provision of quality and safe care. The working condition surrounding nurses while they are engaged in their daily duty bear a close relation to the safety and quality of care given to patients. Being the leading workforce in the health care field, nurses employ much of their skills, knowledge and experience in diverse patients needs. We cannot deny the fact that nurses play a major role with regard to meeting the demands of patients care. Such is the case that nurses are the ones who always shoulder the biggest responsibilities when patients care falls short of any required standards (Institute of Medicine 2004, p. 45). This may come in the form of poor resource allocation (e.g. insufficient medical equipment and workforce) or even inappropriate standards and policies. With this information, one can figure out the present misunderstandings regarding the greater effects revo lving around the diverse, multifaceted health care systems and the working environment elements. A good understanding of this work environment and a further move to engage in strategies that seek to improve its effects forms the basis to quality and safer care. High reliability organizations (HRO) that maintain a culture, which puts more emphasis on safety and evidence-based practices guarantee favorable working environment to nurses while at the same time, improve safety and quality. FREQUENCY OF ERRORS Provision of health care services occur in environment characterized with high complexity ensuing from the various interactions of the concerned factors. These factors include the disease process, technology,